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244 Human Capital Management

This document contains questions for a Human Capital Management exam. It includes 3 sections: 1) Short answer questions about HRM objectives, requirements determination, job analysis, training evaluation, and career development. 2) Three long answer questions about compensation principles, training methods, and recruitment processes. 3) A case study about Tata Consultancy Services implementing pay cuts due to economic factors, and questions about variable compensation and the rationale for TCS's actions.

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Prajwal Srinivas
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42 views2 pages

244 Human Capital Management

This document contains questions for a Human Capital Management exam. It includes 3 sections: 1) Short answer questions about HRM objectives, requirements determination, job analysis, training evaluation, and career development. 2) Three long answer questions about compensation principles, training methods, and recruitment processes. 3) A case study about Tata Consultancy Services implementing pay cuts due to economic factors, and questions about variable compensation and the rationale for TCS's actions.

Uploaded by

Prajwal Srinivas
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Pl - 293
tt Semester M"B.A. (Day/Evening) frr,r#"tion, November/Decem
(CBCS 2A21 - 22 Onwards) -
MANAGEMENT
Paper - 2.4 : Human Capital Mana

Time : 3 Hours

SECTION _

Answer any five of the following questions. Each carries 5 marks.(5x5=25)

1. Discuss the objectives of HRM and explain the environment of HRM in lndia.
2. Explain the determination of current and future HR requirements.
3. Define Job Analysis ? And discuss the objectives of Job hnalysis.

4. "Training like any other HR function, should be evaluated to determine its


effectiveness". Explain.

5. Explain the concept of Career Development. Discuss the factors affecting


career choice.

6. What is performance appraisal and give the reasons for why it is used in
organization ? 'tl

7. How organization strategies are closely Iink to HR strategies ?

. SECTION _ B
{

Answer any three ryestions. Each question carries 10 marks. (3x10=30)

8. What is meant by compensation ? What are the basic objectives and principles
of wages and salary administratibn ?

9. Explain the various on-the job and off-the job training methods.

10. Define Recruitment. Explain in detail the process of recruitment and selection.

11. Write short notes on :

a) Separation
b) HR Policy. P.T.O.
PS - 293 Iilililtlilfi [ ililtt]il tiltllil

SECTION - C

12. Compulsory. Case study. (1x15=15)


The compensation management practices at Tata Consultancy Services Ltd.
(TCS), one of the leading Indian lT companies, was based on the EVA model.
With the i mplementation of Economic Value Added (EVA)- based compensation,
the salary of employees comprised of two parts, fixed and variable. The
variable part of the salary was arrived after considering business unit EVA,
corporate EVA and also individual performanee EVA. During the fourth quarter
of the Financial Year (FY) 2007-2008, TCS announced its plans to slash
1.5 percent of the variable component of employee salaries since its EVA
targets for the third quarter of FY 2007-2AA8 were not met. The announcement
came as jolt not only to TCS employees but also to the entire lndian lT industry.
The company came in for severe criticism and it was accused of not being
transparent with respect to EVA calculation. :

However, some analysts felt that the pay cuts were a result of the macro
economic challenges that the lndian IT companies were facing rapid
apparition of the rupee against the US dollar and the recession in the US
economy (USA was the largest market for the lndian lT companies).
Questions :

a) Discuss the importance of variable compensation in light of its ability to


motivate employees and enhance organizational productivity.
b) Understand the rationale behind the cut in the compensation of the
employees at TCS.

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